Psychometric
test or Assessment is a standard method used by HR managers at various
established organizations to measure the behavioral and mental capabilities of
the candidates. These tests mainly deal with measuring the suitability of the
candidates based on the analytical and technical requirements for a job. These
tests identify the candidates with required cognitive abilities and personality
to perform the role in an organization. Also, with the use of these tests
employers are able to collect or extract information to identify the unrevealed
aspects in the resume while conducting a face to face interview.
Psychometric Assessment usually follows after analyzing the resume of
the potential candidate for further hiring processor. In this process the human
resources manager goes through the resume of the candidate and reviews it based
on the initial requirements for the position in the company. A set of
candidates are listed after going through the resume. After this HR sends them
letter or mail asking them to come for the next stage which is usually the
psychometric test. The prime objective of the early stage is to know which
candidates are unlikely to fill the position based on the job requirements. It
narrows down the number of candidates for the job.
Some
of applicants believe that psychometric tests are not the best way to measure
their suitability, personality traits and abilities for the job. So these are
also called as Personality Assessment
tests. But psychometric tests have evolved over the years and have proven
to be efficient in find the right type of candidates for the position in a
company.
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